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Leadership & Mental Health

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Lease. How Changing One Habit Helped Quintuple Alcoa's Income. Global Company Champions Productive Lives for People in Recovery from Mental Illness | Brain & Behavior Research Foundation (Formerly NARSAD) Assessing Competence in Communication and Interpersonal Skil... : Academic Medicine. Several national organizations have recognized the importance of communication between doctors and patients. Using an open-space format, participants shared their experience with teaching and evaluating communication skills in a variety of settings and attempted to summarize the state of the art in teaching and evaluating competence in communication and interpersonal skills. The citations included in this report reflect the participant's selection of representative and useful literature describing teaching and evaluation tools.

However, the reference list does not represent a systematic or thorough review of the literature of the field. General Competence in Communication and Interpersonal Skills Communication Skills Interpersonal Skills While communication skills are the performance of specific tasks and behaviors by an individual, interpersonal skills are inherently relational and process oriented. Communication in Teams Specific Competence in Communication and Interpersonal Skills.

Critical success factors of TQM implementation in Hong Kong industries: International Journal of Quality & Reliability Management: Vol 19, No 5. Author(s): Jiju Antony (Warwick Manufacturing Group, School of Engineering, University of Warwick, Coventry, UK) Kevin Leung (Warwick Manufacturing Group, School of Engineering, University of Warwick, Coventry, UK) Graeme Knowles (Warwick Manufacturing Group, School of Engineering, University of Warwick, Coventry, UK) Sid Gosh (Centre for Organisational Effectiveness, The Business School, Bournemouth University, Bournemouth, UK) Citation: Jiju Antony, Kevin Leung, Graeme Knowles, Sid Gosh, (2002) "Critical success factors of TQM implementation in Hong Kong industries", , Vol. 19 Iss: 5, pp.551 - 566 Downloads: The fulltext of this document has been downloaded 4844 times since 2006 Abstract: Total quality management (TQM) is an integrative management philosophy aimed at continuously improving the performance of products, processes and services to achieve and exceed customer expectations.

Keywords: TQM, Questionnaires, Factor analysis, Reliability Type: Stages of Change. Almost 20 years ago, two well-known alcoholism researchers, Carlo C. DiClemente and J. O. Prochaska, introduced a five-stage model of change to help professionals understand their clients with addiction problems and motivate them to change. Their model is based not on abstract theories but on their personal observations of how people went about modifying problem behaviors such as smoking, overeating and problem drinking. The six stages of the model are: precontemplation contemplation determination action maintenance termination Understanding your readiness to change by being familiar with the six-stage model of change can help you choose treatments that are right for you.

Precontemplation Individuals in the precontemplation stage of change are not even thinking about changing their drinking behavior. There are many reasons to be in precontemplation, and Dr. Reluctant precontemplators are those who through lack of knowledge or inertia do not want to consider change. Contemplation. The status of evidence and outcomes in Stages of Change research. + Author Affiliations Received December 1, 1999. Accepted July 29, 2000. Abstract The Stages of Change model has become a prominent feature within health promotion and most of the literature associated with the model portrays it as being `effective'.

Introduction James Prochaska and Carlo DiClemente's Transtheoretical Stages of Change model (Prochaska and DiClemente, 1983) has had a profound impact on health promotion, becoming one of the most prominent and popular conceptual resources in the field. Without doubt, a case can be made for the model being useful in some way. However, for a number of reasons, these perceived virtues cannot excuse the model from informed assessment. Of all the people alive in the world today, an estimated 500 million will die from the use of tobacco. We accept that the optimism connected with the model may ultimately be well founded (as implied by the majority of the reporting), it may be robust [as suggested by, for example, Laforge et al. Table I. Table II. Half of Employees Don’t Feel Respected by Their Bosses. When it comes to garnering commitment and engagement from employees, there is one thing that leaders need to demonstrate: Respect.

That’s what we saw in a study of nearly 20,000 employees around the world (conducted with HBR and Tony Schwartz). In fact, no other leader behavior had a bigger effect on employees across the outcomes we measured. Being treated with respect was more important to employees than recognition and appreciation, communicating an inspiring vision, providing useful feedback — even opportunities for learning, growth, and development. Those that get respect from their leaders reported 56% better health and well-being, 1.72 times more trust and safety, 89% greater enjoyment and satisfaction with their jobs, 92% greater focus and prioritization, and 1.26 times more meaning and significance.

Those that feel respected by their leaders were also 1.1 times more likely to stay with their organizations than those that didn’t. Respect also had a clear impact on engagement. The Price of Incivility. Rudeness at work is rampant, and it’s on the rise. Over the past 14 years we’ve polled thousands of workers about how they’re treated on the job, and 98% have reported experiencing uncivil behavior. In 2011 half said they were treated rudely at least once a week—up from a quarter in 1998. The costs chip away at the bottom line. Nearly everybody who experiences workplace incivility responds in a negative way, in some cases overtly retaliating.

Employees are less creative when they feel disrespected, and many get fed up and leave. About half deliberately decrease their effort or lower the quality of their work. And incivility damages customer relationships. We’ve interviewed employees, managers, HR executives, presidents, and CEOs. In this article we’ll discuss our findings, detail the costs, and propose some interventions. Forms of Incivility We’ve all heard of (or experienced) the “boss from hell.” Matt’s stress level skyrocketed. In some cases an entire department is infected. TTM Detailed Overview. Detailed Overview of the Transtheoretical Model Material adapted and updated for this Website from: Velicer, W. F, Prochaska, J. O., Fava, J. L., Norman, G. J., & Redding, C. A. (1998) Smoking cessation and stress management: Applications of the Transtheoretical Model of behavior change. Homeostasis, 38, 216-233. This is an overview of the Transtheoretical Model of Change, a theoretical model of behavior change, which has been the basis for developing effective interventions to promote health behavior change.

The Transtheoretical Model is a model of intentional change. The model involves emotions, cognitions, and behavior. This paper will demonstrate applications of the Transtheoretical Model. Stages of Change: The Temporal Dimension The stage construct is the key organizing construct of the model. Precontemplation is the stage in which people are not intending to take action in the foreseeable future, usually measured as the next six months. Figure 1. Decisional Balance. Figure 2. I. The corporate guff award goes to... 12 January 2014Last updated at 19:07 ET Sorry, your job has been disestablished Each January I have handed out prizes to the finest, freshest examples of corporate guff spoken or written in the preceding 12 months, writes author and Financial Times columnist Lucy Kellaway. Every year they just get better, the 2013 crop being the best of the lot. To make them more manageable, I break them down into categories, the first of which is the "best euphemism for firing people".

Companies did a lot of firing last year and were more imaginative than ever in telling it like it is not. Reuters caused staff to be "transitioned out of the company", while other businesses "disestablished" or even "completed" roles. An affordable, portable lifestyle beverage? But the winner is HSBC, which "demised" about 900 of its managers. 'Nerbs and vouns' The next prize is for the worst way of meeting/talking to/emailing someone.

But in the end, the prize goes to a new verb: "to inbox". Wheelhouses and sweetspots. S Leadership Research. Eight Traits of a Healthy Organizational Culture (fostering a sharp customer focus) Eight Traits of a Healthy Organizational Culture (fostering a sharp customer focus) Developed by the Institute for Business, Technology, and Ethics (IBTE) Any good organization must have an inspiring, shared mission at its core--and it must have capable leadership in place and in development.

Assuming these two factors are present, the following eight traits define a healthy corporate or organizational culture. 1. Openness and humility from top to bottom of the organization Arrogance kills off learning and growth by blinding us to our own weaknesses. 2. 3. 4. 5. 6. 7. 8. “The Secret” by Ken Blanchard and Mark Miller. A Book Corner Review By Kent Rhodes, EdD The SecretBy Ken Blanchard and Mark Miller Berrett Koehler, 2009[powerpress: more reviews In this second edition of The Secret, Ken Blanchard teams up with Chick-fil-A Vice President Mark Miller to summarize “what great leaders know and do.”

Following fictitious character Debbie Brewster through her encounters as a young executive, the authors lay out the two primary components of effective leadership as “doing” and “being,” using Debbie and her company as a sort of case study in which to frame their main points. In a nutshell, and in keeping with Blanchard’s brief and simplistic writing style, Debbie learns that successful leaders balance the doing/being dichotomy by serving people within the business. In discussing each of these points, the authors discuss the principles behind each and key questions for managers to consider in weighing how to best apply them. Schumpeter: The Mormon way of business.

Mental Illness and Leadership. The Jack Welch Leadership Crash Course. “Imagine Kaira (my daughter) meeting Justin Bieber,” I kept telling myself. “And don’t act like that.” I didn’t pull it off entirely. After all, Jack Welch’s aura is well deserved. Under his 20-year tenure heading GE, its stock went up 4,000 percent, making it the most valuable corporation in the world at the time. Many CEOs of Fortune 500 companies once worked for Welch, including the CEOs of Home Depot, 3M, Albertsons, and Honeywell. So last week, when I spoke at a conference featuring Welch and got to spend nearly four hours with him and his wife, Suzy Welch--who is a powerhouse as well: the former editor of Harvard Business Review, she has become Jack’s thought-partner and co-author--I soaked up as much as I could.

Here are my notes. The Jack Welch Workout--"CliffsNotes” Version Exercises to build the foundation Write out your mission and vision Your leadership starts with showing people “where you are going, what you dream is, where you are going to be,” according to Welch. Remove NIH. Leading Research, The Ken Blanchard Companies. Hormone removes the pleasure of smoking. “Can’t get no satisfaction?” (Photo: Colourbox) The hormone GLP-1 is released when we eat and makes us feel full or sated toward the end of the meal. GLP-1 receptors are also activated in parts of the brain that are linked to satisfaction or a sense of reward.

This indicates the hormone is directly involved in our experience of gratification. Scientists reason that by blocking these receptors they can prevent smokers from feeling satisfied after a cigarette. “Without this kind of reward, a smoker will not keep smoking. Jerlhag and colleagues have investigated this new potential weapon in the battle against smoking. Smokers require treatment The ranks of daily, habitual smokers are on the decline but tobacco smoke remains a substantial public health challenge. Even those who are not heavy, daily smokers can find it hard to stub their cigs for good. “Nicotine is remarkably habit-forming, and many people find it terribly hard to quit smoking. Tested on nicotine mice Developing new medications. The One Minute Manager | Notes & Review | vialogue. Kenneth Blanchard & Spencer Johnson. The One Minute Manager. Berkeley Books, 1982. (111 pages) “In this brief story, we present you with a great deal of what we have learned from our studies in medicine and in the behavioral sciences about how people work best with other people.” (9) By “best,” we mean how people produce valuable results, and feel good about themselves, the organization and the other people with whom they work. (9) The allegory begins with a man searching out for an effective manager.

Most were “autocratic–I keep on top of the situation; bottom-line, hard-nosed, realistic, profit-minded.” “He heard the pride in their voices and their interest in results. (13) Some were “democratic, participative, supportive, considerate, humanistic.” (14) “He heard the pride in their voices and their interest in people.” (14) “It was as though most managers in the world were primarily interested either in results or in people.” (15) Is there one for every goal?

One Minute Praisings: Hiring the Right Employee - hiring.pdf. Container Store (Employee Motivation) The Container Store is a role model for applying the key drivers of employee performance in customer service. It is no accident that the Container Store is a runaway leader in the hypercompetitive retail business. The Dallas-based seller of customized storage products pays attention to several key drivers to ensure that employees provide unflagging customer service. The Container Store begins by carefully selecting job applicants who are conscientious and embrace customer service values. To attract and keep this talent, the company pays 50 percent or more than typical retail salaries and maintains a respectful culture. Once hired, full-time employees receive 241 hours of training during their first year, compared to under a dozen hours for frontline staff at most other retailers.

The Container Store also motivates employees beyond generous pay and benefits. Cite this as: YouSigma. (2008). Two alternative job stress models and the risk of coronary heart disease. Americas Heroes At Work. What is PTSD? Post-Traumatic Stress Disorder (PTSD) is an anxiety disorder that can develop in response to exposure to an extreme traumatic event. These traumatic events may include military combat, violent personal assaults (e.g., rape, mugging, robbery), terrorist attacks, natural or man-made disasters, or serious accidents. The trauma can be directly experienced or witnessed in another person, and involves actual or threatened death, serious injury or threat to one's physical integrity. The person's response to the event is one of intense fear or helplessness. What are some possible behaviors associated with PTSD? Many people with PTSD repeatedly re-experience their ordeal in the form of flashback episodes, intrusive recollections of the event and nightmares.

How prevalent is PTSD? Studies suggest that about 8% of the U.S. population (approximately 24 million people) will develop PTSD at some point in their lives. Is PTSD a disability under the Americans with Disabilities Act (ADA)? No.